Principles of diversity equality Essay Example for Free

Principles of diversity equality Essay Outcome 1: Understand the importance of diversity, equality and inclusion. 1.1 Define what is meant by: Diversity:- Is that right of each individual to be different and to have differences from others. Equality:- the state of being equal, especially in status, rights or opportunities. Inclusion:- the action or state of including or being included within a group or structure. Discrimination:- the unjust or prejudicial treatment of different categories of people, especially on the grounds of race, age or sex. 1.2 Describe how direct or indirect discrimination may occur in the work setting. Direct discrimination: Institutional/Company: different pay levels offered for the same job, promotion offers to only a select group of employees; job offers and training opportunities being offered to individuals of a certain race or age; bullying, excluding others, provocations of colleagues or clients on the basis of their gender, age, religious beliefs, ethnicity, language, social class, sexual orientation. Indirect discrimination: Inadequate facilities put in place for those with disabilities, making demands on workforce which they deem as being disadvantageous to employees of a certain group; using overly complex terminology when providing information either members of staff or the clients Read more: Describe the potential effects of discrimination essay 1.3 Explain how practices that support diversity, equality and inclusion reduce the likelihood of discrimination. Mixing groups of individuals in situations like; training sessions encourages cohesion and fosters the opportunities for individuals to work well with each other in partnership. Introducing facilities that aid mobility as this encourages the involvement of individuals who are less mobile and makes them feel included as their needs are being taken into account. Putting in place polices that empower employees and show the individuals value to the company such as; employee of the month awards and bonuses given for consistent good work. This will increase the employees confidence in carrying out their job and want to  continue their employment contract with the company. Outcome 2: Know how to work in an inclusive way. 2.1 List key legislations and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings. Equalities Act (2001). The Employment Act (2008). Health and Social Care Act (2012). Human Rights Act (1998). Mental Capacity Act (2005). Safeguarding Vulnerable Groups Act (2006). 2.2 Describe how to interact with individuals in an inclusive way. Being empathetic towards the clients situation and showing a genuine interest in their concerns and needs. Allowing and encouraging a two-way dialogue to occur between the care worker and the client using techniques such as; active listening to aid communication. Respecting individuals cultural and/or religious differences and working with them in a way that doesnt go against their beliefs or morals. 2.3 Describe ways in which discrimination may be challenged in adult social care settings. Putting in place a company policy of zero-tolerance regarding discrimination. Informing all members of staff and clients about how and when to make complaints regarding any issues of concern including discrimination. Encouraging others to challenge discrimination. Maintaining a record of discriminatory behaviour and resorting to disciplinary actions to deal with such behaviour. Routinely updating policies and procedures of organisation in relation to discrimination. Using previous discriminatory cases to aid the continuous professional development of the members of staff as they can act as an example of how they can respond and handle similar situations if and when they occur in their future working life with the company. Outcome 3: Know how to access information, advice and support about diversity, equality, inclusion and discrimination. 3.1 Identify sources of  information, advice and support about diversity, equality, inclusion and discrimination. Company care worker handbook. Skills for care website. Heath Social Care Information Centre website. NHS website. Healthcare Diversity Council website. 3.2 Describe how and when to access information, advice and support about diversity, equality, inclusion and discrimination. An individual should access information, advice and support about diversity, equality, inclusion and discrimination in instances where they believe that either them or the client who they are assisting being treated unfairly due to factors like an individuals race or ethnicity; having access to the relevant legislative rules and regulations such as; the Equalities Act (2001) or The Employment Act (2008) and the companys policies and procedures regarding diversity, equality, inclusion and discrimination so that they know exactly what their employer is legally required to put into place in order to foster diversity, equality, inclusion and prevent discrimination. This information especially the companys policies and procedures will also inform the care worker of the proper procedure that needs to occur when the care worker experiences issues regarding diversity, equality, inclusion and discrimination.

Gangs and Violence in California Essay -- Gang Essays

Gangs and Violence in California This paper was done in response to an article that I came across in which a child was convicted as an adult for homicide. The homicide was supposedly gang-related; the young child that was only 14 years of age was painted as an entrenched gang member. This article made me think what contributed to this situation and how it can be eradicated from today’s society so this will never happen to any of our youth. The solutions provided in this document are a response to the growing need for schools, school districts, county offices of education, and state legislatures to address youth gangs. Children are our greatest asset in the world today: They give parents the greatest feeling in the world. Parents go through their children’s fears, disappointments and tears and still feel the great energy that radiates around them. Parents feel and shape every aspect of their children; however, the most influential program shaping children today is their educational system. Parents think that sending their children to get an education does nothing more than give their child a chance to succeed in life, what a powerful influence education is. When we think of power influences we want them to be the best, this tends not be the case. In fact schools are on a steady decline in the field of nurturing our children but rather they fill our children’s gaps in their lives with very harmful, manipulative themes. A prominent harmful, manipulative theme that is becoming increasingly a younger trend is gangs. Gangs, and more specifically, gang violence is a growing phenomena among children among middle school and even elementary kids. Gangs are becoming more attractive to our young ones. As a result, more childr... ...icano Fellows Program. Stanford, 1994. Gangs. 27 Feb. 2004 Online: http://ojjdp.ncjrs.org/jjbulletin/9804/gangs.html Goldstein, Arnold P., C. Ronald Huff, eds. The Gang Intervention Handbook. Champaign: Research Press, 1993. Hill, Sylvia. Interview with Assistant Principal, SCS of Charles Drew Middle School in Los Angeles, CA. Telephone Interview. 16 Feb. 2004. Kinnear, Karen L. Gangs: Contemporary World Issues. Santa Barbara: ABC-CLIO, 1996. Sanders, William B. Gangbangs and Drive-bys: Grounded Culture and Juvenile Gang Violence. New York: Gruyter, 1994. United States. Cong. House. Hearing before the Subcommittee on Youth Violence. 105th Cong., 1st sess. Washington: 1997. United States. Cong. Joint. Joint Hearing before the Subcommittee on Crime and Subcommittee on Early Childhood, Youth, and Families. 105th Cong., 1st sess. Washington: 1997.

Human Resource In Disneyland Essay

What extent do you feel it is useful to distinguish between different â€Å"levels of analysis† (i.e. global, regional, national and organizational) in understanding IHRM? Provide examples as appropriate. With the ever-increasing economic activities and inter-connections with other countries, the international integration is obvious. (Coase, 1937)IHRM is now confronted with different issues toward the cross-cultural configuration which the political, economic, social and legal systems among different countries are involved.(Mendenhall, M, 2000) Different levels of analysis can provide a framework for analyze and evaluate the IHRM practice, resource allocation or leadership style in making response to the internationalization process. For the global level analysis, it is based on the geocentric approach which is perceived as a worldwide stance which the best policies and the most qualified individuals to staff the operations.(Dowling and Schuler, 1990) Because of the increased complexity and operation scope with global operations, good understanding can benefit the multinational organizations in finding the most appropriate employees for the job. Nevertheless,lack of knowledge transfer and information flowmay be incurred from the complex global setting. Market information, cultural-dimensions and demographic issues are hard to obtain, especially in predicting the data from universal trend.(Sparrow, 2009) For example, Disneyland isdifficult to assess the flow of customers as leisure industry is of great seasonal variation. (The Walt Disney Company, 2010) Regional level analysis is based on the regiocentric approach on a particular geographic region. IHRM mangers can have the right and independence on making decisions as well as developing regional staffs. (Dowling and Schuler, 1990) For instance, HSBC is likely to develop the regioncentric approach to recruit personnel within a specific region like Europe, Asia, and India. (HSBC, 2010) National level analysis is based on the polycentric approach which the subsidiaries are treated as different national entity which is involved with some degree of autonomy. (Dowling and Schuler, 1990)According to Hofstede’s research, different cultural distance may be incurred from the operation in host countries. (Hofstede, 2001) This socio-cultural barrier is likely to fail the business. A polycentric approach is closely related to local responsiveness which brings advantages to the coordination between subsidiaries and increases cost efficiency.For  example, the world’s largest furniture retailerIKEA adopts the polycentric approach in Chinawhich is managed by host-country national. Employing local Chinese as managers to avoid inter-cultural management is performed withinIKEA’s operations in China. (China Daily, 2010) Organizational level analysis is based on ethnocentric approach which strategic decisions are made at the parent organization. (Dowling and Schuler, 1990) Managers can hence implement the strategy at a lower labour cost in favour the organizational goal. Overall, different level of analysis can be implied from operational requirement, strategic coordination or business systems. Distinguishing the level of analysis between one another cangreatly benefit the strategy formulation and implementation. (439words) References: China Daily, 2010. ‘IKEA to double stores in China’, Available: http://www.chinadaily.com.cn/bizchina/2010-12/16/content_11711019.htm (Accessed: 2011, March 10). Coase, R., 1937. The nature of the firm. Economica, 4, 386-405. Dowling, P. and Schuler, R., 1990. International Dimensions of Human Resource Management, PWS-Kent. Hofstede, G., 2001. Culture’s Consequences – Comparing Values, Behaviors. Institutions and Organizations across Nations. Second Edition. London: Sage Publications. HSBC, 2010. ‘HSBC Holdings plc: Annual Report and Accounts 2010’, Available:http://www.hsbc.com/1/PA_1_1_S5/content/assets/investor_relations/hsbc2010ara0.pdf (Accessed: 2011, March 5). Mendenhall, M, 2000. Mapping the terrain of IHRM: a call for ongoing dialogue, Paper presented at 15th Workshop on Strategic HRM, Fontainebleau, France, and 30 March-1 April. Sparrow, P., 2009. Handbook of international human resource management: integrating people, process and context. United Kingdom: John Wiley & Sons. The Walt Disney Company, 2010. ‘Fiscal Year 2009 Annual Financial Report and Shareholder Letter’, Available: http://amedi a.disney.go.com/investorrelations/annual_reports/WDC-10kwrap-2009.pdf (Accessed: 2011, March 2).

A Survey Report On The World s Big Brother - 1741 Words

A survey published in 2013 by the Pew Research Center found that an increasing number of Americans want the US to â€Å"mind its own business internationally and let other countries get along the best they can on their own.† 52% of Americans agreed with this statement, which is the highest it has ever been since this survey was first conducted in 1963. I see more and more people expressing this sentiment just as frustrating As the sentiment that the US shouldn’t be the world’s big brother becomes more pronounced, international problems seem to be escalating. Disease outbreaks, poverty, a refugee influx in Europe and the problems that ISIS poses are just the beginning. It is clear that moreMore and more people wonder why we should even feel the†¦show more content†¦They, like many other americans, want the US to be an effective force for good in impoverished and war torn areas of the world. Should the US keep using its financial muscle to support other co untries? I think it should., in fact, we should increase our spending on foreign aid. For reasons ranging from the duties we have to the financial and stability inducing benefits for the world as well as ourselves, the US should increase spending on the foreign to of struggling nations. First of all, the US is not actually as fiscally generous as many people believe, and so cutting the foreign aid budget will not help as generally You can’t have two adverbs in the same sentence. Pick one, toss the other. assumed. According to a 2013 Kaiser Family foundation survey, on average, Americans believe that the US spends 28% of its budget on foreign aid(). This is not the case. In 1970 the the Development Assistance Committee, a committee made up mostly by the richest western countries in the United Nations, including the US, agreed on a goal of .7% of GNI (gross national income) to be spend on official developmental assistance.foreign aid. Further, the US is not even close to this U N millennium goal, only actually spending .19%. While some European countries are exceeding the 1970 goal, the US spends more on its military than the next seven